Training in human resource management
Introduction
Training and development in business have always stood as a semi-predictable and structured formula that applied conventional formats. This status quo was disrupted by the rise of millennials in the workforce and their affinity for technology and the “now” Introduction
Training and development in business has always stood as a semi-predictable and structured formula that applied conventional formats. This status quo was disrupted by the rise of millennials in the workforce, and their affinity for technology and the “now” learning styles and methods. The disruption necessitated a shift from the conventional layouts of employee training and development to in-time and online learning. A majority of large organizations with high engagement, such as Google and Amazon, have put in place new learning and training methods for their sprouting geniuses, and apply technology in both savvy and social manner. The various technology requirements that are relevant to effective human resource management ought to be interactive to increase the competency and productivity of employees. Such technology requirements can be improved by blending technological training methods with human interaction – conventional training methods.
Technology Requirements
Training is increasingly shifting from conventional layouts to in-time and online learning. While the traditional one-on-one training remains a pro, a majority of employees are increasingly appreciating online and realizing that traditional corporate training methods can overshadow their need to grow and network through external sources (Kimiloglu, Ozturan & Kutlu, 2017). Conventional training also consumes a great deal of time from managers who are required to track the progress of their employees, assess them, and share feedback. This approach can make employees feel as if the management is only interested in completing assigned tasks rather than developing them for their career development. The result of this can be a disadvantage on the part of the organization, with the employees feeling short-changed on their general professional development, and thereby become less motivated and less productive. Technology requirements that can turn around this con and facilitate improved employee productivity are the integration of just-in-time (traditional) training systems and technological training systems, and alignment of the same with the training and development goals of the employee’s development plan. This way, the employees will be more motivated, thereby more productive, and the managers will not have to assess their employees as frequently.
Interactive technology is a prerequisite of practical technology training in an organization. It improves employee engagement. Interaction with relevant material and other employees is among the basics of essential learning. According to Morgado, et-al (2016), interactive technology is seeking to revolutionize the process of learning, and the benefits of this shift to corporate training and learning are immense. The lecture style of training and learning is plagued with shortcomings, especially concerning corporate training and learning. To curb these shortcomings, technology that would prove relevant to the human resource goals of an organization ought to be interactive. With technology, employees can actively participate in their learning process through discussions and business forums, rather than sit and listen through a boring lecture. Interactive technology, such as the different screening tools and developed polls input, allows organizations to have a well-rehearsed introduction with potential and existing employees. The consequence of this is that organizations can keep up with the job skill fluencies and potentials of their employees. Thus, interactive technology enhances employee productivity and staffing systems.
There are various ways in which technology can prove instrumental in fostering engagement in corporate training and development. According to Immediate Response Systems, Video Conferencing Systems and Games have proved useful in enabling engagement in corporate training. eInstruction Clickers and other Immediate Response Systems allow instant feedback to the tutor (Morgado; et-al, 2016). With handheld devices, instructors can test their classes and provide the employees with immediate answers to the questions proposed. There is an allocated slot for airing opinions, whose results are applied to improve future training. This way, the learning becomes interactive, and the progress of the employees is monitored. Video conferencing systems are ideal tools for enabling interaction in corporate training that is powered by technology. Video conferencing systems allow tutors to reach a vast and distant audience. Zoom is among the most popular video conferencing platforms, and tutors in both the corporate world and mainstream education find it appealing as an alternative to the conventional one-on-one training sessions. With its capacity to provide one-on-one meetings, class meetings, and even corporate training, video conferencing is a crucial enabler of interaction in corporate training.
Games are a standard tool in the training and learning processes. The introduction of gameplay technology to corporate training is an ideal way of engaging the employees during the training process and boosting their knowledge retention (Vančová & Kovačičová, 2017). A variety of devices, including smartphones, laptops, television consoles, and the more advanced technologies, including true-to-life simulators and augmented reality, can leave a lasting impression on students. Training games are considered instrumental in providing more comfortable and faster instruction delivery, lasting retention, higher test scores, and consistent instructional quality. Further, interactive games offer a materially lower cost for the training curriculum and materials. Thus, the introduction of technological gameplay is essential in fostering interaction in corporate training powered by technology.
Suggestions for Improvement
The professional training and development of the workforce are crucial for an organization to improve productivity and enhance the competency of its employees. Technology is, without a doubt, a game-changer corporate training, but human interaction is irreplaceable (Kimiloglu, Ozturan & Kutlu, 2017). Organizations that do not have or use extensive technology have their employees reliant on communication with their instructors. Additionally, there is the knowledge that is only imparted on a student through one-on-one interactions, such as a majority of apprenticeships. Corporate training should, therefore, incorporate relevant technology and, at the same time, encourage learners to interact amongst themselves and further the learning process through interrelating with each other. Technology can be used to further this interaction with learning materials in different formats such as videos, books, images, presentations, etc., and contribute to the overall goal of allowing employees to gain, retain and practice knowledge.
Conclusion
In summary, training in human resource management is increasingly demanding technological requirements relevant to effective human resource management ought to be interactive to increase employees’ competency and productivity. Such technology requirements can be improved by blending technological training methods with human interaction – conventional training methods. With the progression of technology, training and learning methods are bound to evolve. For technology and training systems to effectively yield employer productivity, cater to the goals and objectives of staffing systems, training systems, and career development systems, employee training must be incorporated with interactive learning, both with learning materials and amongst students and their tutor.
Learning styles and methods. The disruption necessitated a shift from the conventional layouts of employee training and development to in-time and online learning. A majority of large organizations that have high engagement, such as Google and Amazon, have put in place new learning and training methods for their sprouting geniuses, and apply technology in both savvy and social manner. The various technology requirements that are relevant to effective human resource management ought to be interactive to increase the competency and productivity of employees. Such technology requirements can be improved by blending technological training methods with human interaction – conventional training methods.
Technology Requirements
Training is increasingly shifting from conventional layouts to in-time and online learning. While the traditional one-on-one training remains a pro, a majority of employees are increasingly appreciating online and realizing that traditional corporate training methods can overshadow their need to grow and network through external sources (Kimiloglu, Ozturan & Kutlu, 2017). Conventional training also consumes a great deal of time from managers who are required to track the progress of their employees, assess them, and share feedback. This approach can make employees feel as if the management is only interested in the completion of assigned tasks rather than developing them for their career development. The result of this can be a disadvantage on the part of the organization, with the employees feeling short-changed on their general professional development, and thereby become less motivated and less productive. Technology requirements that can turn around this con and facilitate improved employee productivity are the integration of just-in-time (traditional) training systems and technological training systems, and alignment of the same with the training and development goals of the employee’s development plan. This way, the employees will be more motivated, thereby more productive, and the managers will not have to assess their employees as frequently.
Interactive technology is a prerequisite of practical technology training in an organization. It improves employee engagement. Interaction with relevant material and other employees is among the basics of essential learning. According to Morgado, et-al (2016), interactive technology is seeking to revolutionize the process of learning, and the benefits of this shift to corporate training and learning are immense. The lecture style of training and learning is plagued with shortcomings, especially concerning corporate training and learning. To curb these shortcomings, technology that would prove relevant to the human resource goals of an organization ought to be interactive. With technology, employees can actively take part in their learning process through discussions and business forums, rather than sit and listen through a boring lecture. Interactive technology, such as the different screening tools and developed polls input, allows organizations to have a well-rehearsed introduction with potential and existing employees. The consequence of this is that organizations can be able to keep up with the job skill fluencies and potentials of their employees. Thus, interactive technology enhances employee productivity and staffing systems.
There are various ways in which technology can prove instrumental in fostering engagement in corporate training and development. According to Immediate Response Systems, Video Conferencing Systems and Games have proved useful in enabling engagement in corporate training. eInstruction Clickers and other Immediate Response Systems allow instant feedback to the tutor (Morgado; et-al, 2016). With handheld devices, instructors can test their classes and provide the employees with immediate answers to the questions proposed. There is an allocation slot for airing opinions, whose results are applied to improve future training. This way, the learning becomes interactive, and the progress of the employees is monitored. Video conferencing systems are ideal tools for enabling interaction in corporate training that is powered by technology. Video conferencing systems allow tutors to reach a vast and distant audience. Zoom is among the most popular video conferencing platforms, and tutors in both the corporate world and in mainstream education find it appealing as an alternative to the conventional one-on-one training sessions. With its capacity to provide one-on-one meetings, class meetings, and even corporate training, video conferencing is a crucial enabler of interaction in corporate training.
Games are a standard tool in the training and learning processes. The introduction of gameplay technology to corporate training is an ideal way of engaging the employees during the training process and boosting their knowledge retention (Vančová & Kovačičová, 2017). A variety of devices, including smartphones, laptops, television consoles, and the more advanced technologies, including true-to-life simulators and augmented reality, can leave a lasting impression on students. Training games are considered instrumental in providing more comfortable and faster instruction delivery, lasting retention, higher test scores, and consistent instructional quality. Further, interactive games offer a materially lower cost for the training curriculum and materials. Thus, the introduction of technological gameplay is essential in fostering interaction in corporate training that is powered by technology.
Suggestions for Improvement
The professional training and development of the workforce are crucial for an organization to improve productivity and enhance the competency of its employees. Technology is, without a doubt, a game-changer corporate training, but human interaction is irreplaceable (Kimiloglu, Ozturan & Kutlu, 2017). Organizations that do not have or use extensive technology have their employees reliant on communication with their instructors. Additionally, there is the knowledge that is only imparted on a student through one-on-one interactions, such as a majority of apprenticeships. Corporate training should, therefore, incorporate relevant technology and, at the same time, encourage learners to interact amongst themselves and further the learning process through interrelating with each other. Technology can be used to further this interaction with learning materials in different formats such as videos, books, images, presentations, etc., and contribute to the overall goal of allowing employees to gain, retain and practice knowledge.
Conclusion
In summary, training in human resource management is increasingly demanding technological requirements that are relevant to effective human resource management ought to be interactive to increase the competency and productivity of employees. Such technology requirements can be improved by blending technological training methods with human interaction – conventional training methods. With the progression of technology, training and learning methods are bound to evolve. For technology and training systems to effectively yield employer productivity, cater to the goals and objectives of staffing systems, training systems, and career development systems, employee training must be incorporated with interactive learning, both with learning materials and amongst students and their tutor.